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Immigrant youth face both unique and disproportionate barriers to sexual health. Targeted sexual health education to redress these disparities requires creative and inclusive approaches that consider personal and community challenges and strengths. This study piloted a novel intervention: SExT: Sex Education by Theatre, a theatre-based, culturally-relevant, participatory action research programme delivered in an immigration destination neighbourhood in Toronto, Canada.

Nineteen youth were trained as peer educators. They participated in theatre-based workshops on sexual health topics which culminated in a performance for local peers. Mixed methods evaluation included surveys which investigated changes in personal and social development over three time-points (pre, post, 4-month follow-up). The impact of the intervention on peer educators was explored in greater depth using qualitative peer interviews and focus groups.

Quantitative study findings indicated that peer educators experienced significant improvements in personal growth, social inclusion and social engagement after participating in SExT and these improvements were maintained at follow-up. Thematic qualitative analysis further indicates that meaningful involvement in a sex education theatre intervention may protect against adverse outcomes and promote self-actualization, connection and active citizenship.

This research stands out for its innovative approach to addressing sexual health disparities among immigrant youth in Toronto using culturally relevant theatre-based peer education. SExT may serve as a model for sexual health interventions for newcomer youth and other priority groups in diverse contexts.

With the rise of the gig economy, management positions are increasingly staffed with flexible labor, so-called interim managers. They plunge into organizations for a limited period, operating in a liminal position as partly insider, partly outsider. Although several contributions to their client organizations are acknowledged, it is unknown how the interim manager’s knowledge from previous assignments is made useful in the new context under these particular working conditions. Therefore, the purpose of this paper is to increase the understanding of how the interim manager’s knowledge is transferred to the client organization while operating from a liminal position.

This paper presents an interview-based multiple case study of six interim assignments where knowledge transfer is considered a social and context-dependent process.

The findings unveil the multifaceted nature of the liminal position, which consists of task orientation, time limitation, political detachment and cultural distance. These facets contribute to knowledge transfer in terms of new shared understandings and joint interests, which in turn might create new practices that augment continuous knowledge-sharing patterns.

The results contribute to the research on flexible work arrangements by shedding light on how the liminal position, predominantly depicted as an obstacle for the individual, might facilitate knowledge transfer. Through the process of knowledge generation, it is shown how a short-term engagement might enable the organization to increase its knowledge over time.

How can managers reduce information asymmetry in dyadic manager-external stakeholder relationships in a complex and evolving environment? Addressing this question has significant implications for firm survival, growth, and competitive advantage.

We have adopted a multiparadigm approach to theory building, known as metatriangulation. We integrate the dynamic capabilities, sensemaking, and evolutionary theory literatures to theorize how managers can relate to stakeholders in a complex and evolving environment.

We propose, via a conceptual framework and three propositions, “evolutionary sensemaking” as the managerial metacognitive dynamic capability that helps managers hone their understanding based on the evolutionary changes in the stakeholder’s interpretations of information quality preferences. The framework unfolds across three evolutionary stages: sensing preferences' variation of the stakeholder, seizing preferences, and transforming for complexity alignment and retention. The propositions focus on managing complexity in stakeholder information quality preference, employing cognitive capabilities to simplify, interpret, and align interpretations for effective information asymmetry reduction.

To develop the metacognitive dynamic capability of evolutionary sensemaking, managers need to train for and foster the underlying complex cognitive capabilities by enhancing their (1) perception and attention skills, (2) problem-solving and reasoning skills, and (3) language, communication, and social cognition skills, focusing specifically on reducing the complexity embedded in stakeholder cognition and diverse stakeholder preferences for information quality. Contrary to the current advice to “keep things simple” and provide “more” information to the stakeholders for opportunism reduction, trust-building, and superior governance, our framework suggests that managers hone their cognitive capabilities by learning to deal with the underlying complexity.

The proposed framework and propositions address research gaps in reducing information asymmetry. It enriches the dynamic capabilities literature by recognizing complexity (as opposed to opportunism) as an alternative source of information asymmetry, which needs to be addressed in this stream of research. It extends the sensemaking literature by identifying the complexity sources – i.e. stakeholder preferences for diverse information quality attributes and the associated cognitive preference interpretation processes. The article enhances evolutionary theory by delving into microprocesses related to information asymmetry reduction, which the existing literature does not thoroughly investigate.

This exploratory pilot study investigated the experiences and perceptions of young people who use N₂O recreationally. To the best of the authors’ knowledge, this is the first qualitative research conducted in Australia with young people investigating this topic in detail. The purpose of this pilot study was to explore young people’s perceptions, motives and experiences of N₂O use by exploring the positive and negative effects of N₂O, motives for use, practices and methods and suggested advice to help define targeted harm reduction messages.

Participants were recruited via hard copy posters, social media advertisements and snowball sampling. Seven in-depth semi-structured interviews were conducted with young people aged between 18 and 25 years who had used N₂O on at least ten occasions. The interview transcripts were analysed thematically. The study was completed in accordance with COREQ for qualitative research.

The findings identified four overarching themes about N₂O use: the nature of N₂O use; the appeal of N₂O; influences on N₂O use; and perception of risk and harms of N₂O use.

Young people in the study described their experiences as being largely pleasurable. However, several identified negative impacts, although harms, were primarily disregarded. Exploration of N₂O effects alongside other substance use highlighted how N₂O is a unique substance and should be considered as such when developing harm reduction strategies.

The purpose of this paper was to investigate the utility of including emotional development (ED) assessment into a Positive Behaviour Support (PBS) approach in clinical practice with a patient with an intellectual disability (ID) and challenging behaviour.

Interviews were conducted with four staff involved in the care of the patient. The interviews were transcribed and analysed using thematic analysis and three reflective sessions were completed with the lead psychologist of the service.

Using thematic analysis, four themes were identified: getting everyone around the table: a collaborative approach, complementary approaches: a feedback loop, helping to make sense of the individual and ensuring a voice for service users.

This was a case study selected from routine clinical practice and as such generalisability may be limited. This case study was designed as an exploration of the potential benefits of incorporating ED alongside PBS for ID and provides a basis for future research.

This study highlights the value of integration of ED assessment for people with ID and challenging behaviour within a healthcare team.

There is a lack of literature relating to ED and challenging behaviour within an ID population, particularly exploring ED within a PBS framework. This study provides a starting point for exploring how practice can be improved through incorporating ED assessment for individuals with ID and challenging behaviour.

This descriptive case is drawn from the secondary sources by Mungaray (2018), a dissertation. The author, Kimberly R. Shannon (f.k.a. Mungaray) conducted the qualitative research over several months that included several dialogue or talking sessions with organization personnel. Additionally, she collected journals kept by the participants and conducted one-on-one interviews with each participant before and after the series of talking sessions. IRB approval was obtained prior to data collection. The people and places were disguised pursuant to the secondary sources. No AI was used in the writing of the case or Instructors’ Manual.

This descriptive case study considers the dynamics surrounding the promotion of women to top management (partner) in a Certified Public Accounting firm. The case study presents the perspectives of the current partner and the potential partners to help students recognize microinsults, microinvalidations and other privileged behaviors that perpetuate stereotype threat and learned helplessness, which thus creates barriers to career progression. These often unintentional comments and behaviors may further marginalize certain people (women, people of color and other marginalized identities, including an intersection of identities). The case concentrates on gender inequities and helps students develop an understanding of leadership implications while exercising their ability to consider multiple perspectives and motives. The case enables students to develop a plan of allyship.

This case is appropriate for undergraduate courses in ethics, organizational behavior, leadership, industrial psychology, sociology, women and gender studies, capstone courses in business or accounting and communications. Graduate courses in organizational behavior, leadership and women and gender studies.

The purpose of this study was to determine if outcome bias and hindsight bias impact police performance ratings and perceptions of the likelihood and foreseeability of intimate partner homicides. In addition, the authors wished to see if taking the perspective of police mitigates any effects.

A total of 200 university students read vignettes describing an incident from a police officer’s perspective or from their own perspective. Participants also read risk assessments of the offender’s risk of committing violence. They were randomly assigned to receive either information that the offender later committed a homicide or no outcome information.

The results demonstrated an outcome bias and hindsight bias, wherein participants who received information about the homicide rated it as more likely and foreseeable and gave lower performance ratings to the police, compared to those who did not receive outcome information. Participants who took police perspective still showed this bias.

The findings indicate that people are likely to be biased in their perceptions and judgements of police performance when they know a homicide occurred. This bias seems to be difficult to overcome.

This paper provides empirical evidence to show people may be unfairly critical of police performance when a homicide is perpetrated.

Information was obtained in interviews with Richard Nagel in Winter/Spring 2022. This information was supplemented by material from secondary sources. The only information that was disguised were the real names for Bob Crater, Tim Landy, Jane Tolley and Mary Nagel.

The case was classroom tested in Summer 2022. The responses from students helped to shape the writing of the case.

Richard Nagel, the owner of the RE/MAX Elite real estate agency in Monmouth Beach, New Jersey, has just learned that one of his agents, Tim Landy, quit and left the industry. Tim was a young real estate agent and Richard had spent considerable time training him. Tim was motivated and he worked hard to prospect for business, but he showed that he was experiencing difficulty closing on his sales. Richard decided to recommend that Tim work with another agent, Bob Crater, as Bob was an experienced salesman but was not doing the up-front prospecting that Tim was doing. Richard suggested two different strategies to the two agents – a pairing up arrangement and peer-to-peer learning. The outcome that Richard envisioned was that both of the struggling salesmen would benefit from either of these strategies, but Bob refused to collaborate.

Tim’s quitting was characteristic of an ongoing problem with employee retention that Richard had been experiencing as a manager in recent years. This problem caused Richard to think about how he recruited his real estate agents, how he developed them through coaching and how he motivated them so that they would stay happy in their job and not leave. He recognized the importance of thoroughly examining his retention strategy within the next 12 months so that he could better manage the problem and strengthen the productivity of his real estate agency.

The case is intended for an undergraduate course in human resources management, as it deals directly with recruiting, coaching and retaining employees.